Recruiting Manager - Talent Strategy

Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people.

If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way.

Job Title:
Recruiting Manager - Talent Strategy

Location: Shared Services Office, Irving, TX (Hybrid - 3 Days In OFFICE

Reports to: Sr. Director, Talent Acquisition

This position leads one of Meriton’s five recruiting PODs (National, West, Texas, Midwest, or Gulf Coast) and serves as the trusted talent advisor to an assigned group of Meriton operating companies (OPCOs). This role partners with OPCO Presidents and business leaders to anticipate workforce needs, develop practical hiring strategies, and deliver full cycle recruiting across sales, trades, operations, and other positions as regional needs require.

Balancing hands‑on recruiting with team leadership, the Talent Strategic Partner brings one consistent Meriton recruiting process, market insight, and a strong candidate and hiring manager experience to a growing business.

• Lead, coach, and support the POD’s recruiters, setting priorities, balancing requisition workloads, removing obstacles, and building recruiting capability across sales, trades, operations, and other assigned roles; request cross‑POD recruiting help through the Sr. Director, Talent Acquisition when capacity is at risk.
• Serve as the primary TA advisor to the Presidents and leaders of assigned OPCOs; build relationships, understand business goals and local labor markets, and recommend hiring approaches aligned with operational needs.
• Partner with OPCO Presidents and leaders on workforce planning, including anticipated openings, growth plans, critical skill gaps, succession needs, and hiring capacity; translate those plans into a quarterly hiring plan, recruiting priorities, and talent pipelines.
• Establish an OPCO Charter with each assigned OPCO at kickoff and refresh it quarterly, covering hiring priorities, approved compensation ranges and offer approvers, interview panel and stage owners, sourcing rules, assessment standards, and escalation contacts.
• Own full cycle recruiting for assigned priority, complex, or high‑impact requisitions, including Strategic‑track leadership searches, from intake and sourcing through assessment, offer, and handoff to onboarding.
• Guide recruiters and hiring managers through intake meetings to lock the scorecard, role requirements and success profile, approved compensation range, interview panel, sourcing plan, timelines, and recruiting track, and to set shared expectations.
• Choose the recruiting track (Express, Standard, or Strategic) at intake based on the role profile, and build Role Playbooks with OPCOs for each role family.
• Develop tailored sourcing strategies and build candidate pipelines using referrals, direct outreach, industry networks, events, job boards, and other channels appropriate to each market and role.
• Advise leaders on talent availability, market conditions, compensation competitiveness, and hiring process adjustments using recruiting data and candidate feedback.
• Ensure consistent, structured assessment and selection practices, including the 1 to 4 scorecard standard, the six culture fit competencies (Plans and Aligns, Customer Focus, Collaborates, Ensures Accountability, Communicates Effectively, and Drives Results), and scorecards submitted within 24 hours of each interview; coach hiring managers on timely feedback, effective interviews, and…